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The Public Health Workforce Interests and Needs Survey: The First National Survey of State Health Agency Employees.

Sellers K, Leider JP, Harper E, Castrucci BC, Bharthapudi K, Liss-Levinson R, Jarris PE, Hunter EL - J Public Health Manag Pract (2015 Nov-Dec)

Bottom Line: Perceptions about training needs; workplace environment and job satisfaction; national initiatives and trends; and demographics.The greatest training needs include influencing policy development, preparing a budget, and training related to the social determinants of health.PH WINS represents the first nationally representative survey of SHA employees.

View Article: PubMed Central - PubMed

Affiliation: Association of State and Territorial Health Officials, Arlington, Virginia (Dr Sellers, Harper, Bharthapudi, Liss-Levinson, and Jarris); and de Beaumont Foundation, Bethesda, Maryland (Dr Leider and Messrs Castrucci and Hunter).

ABSTRACT

Context: Public health practitioners, policy makers, and researchers alike have called for more data on individual worker's perceptions about workplace environment, job satisfaction, and training needs for a quarter of a century. The Public Health Workforce Interests and Needs Survey (PH WINS) was created to answer that call.

Objective: Characterize key components of the public health workforce, including demographics, workplace environment, perceptions about national trends, and perceived training needs.

Design: A nationally representative survey of central office employees at state health agencies (SHAs) was conducted in 2014. Approximately 25,000 e-mail invitations to a Web-based survey were sent out to public health staff in 37 states, based on a stratified sampling approach. Balanced repeated replication weights were used to account for the complex sampling design.

Setting and participants: A total of 10,246 permanently employed SHA central office employees participated in PH WINS (46% response rate).

Main outcome measures: Perceptions about training needs; workplace environment and job satisfaction; national initiatives and trends; and demographics.

Results: Although the majority of staff said they were somewhat or very satisfied with their job (79%; 95% confidence interval [CI], 78-80), as well as their organization (65%; 95% CI, 64-66), more than 42% (95% CI, 41-43) were considering leaving their organization in the next year or retiring before 2020; 4% of those were considering leaving for another job elsewhere in governmental public health. The majority of public health staff at SHA central offices are female (72%; 95% CI, 71-73), non-Hispanic white (70%; 95% CI, 69-71), and older than 40 years (73%; 95% CI, 72-74). The greatest training needs include influencing policy development, preparing a budget, and training related to the social determinants of health.

Conclusions: PH WINS represents the first nationally representative survey of SHA employees. It holds significant potential to help answer previously unaddressed questions in public health workforce research and provides actionable findings for SHA leaders.

No MeSH data available.


Related in: MedlinePlus

Gaps in Training Among Central Office Employees at State Health Agencies.
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Related In: Results  -  Collection


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Figure 2: Gaps in Training Among Central Office Employees at State Health Agencies.

Mentions: Respondents were given a list of skills and asked to rate them in terms of their importance for their current position. They were also asked to rate their level of proficiency for each skill. Figure 2 shows the list of skills, what proportion of the workforce rated the skills as “somewhat important” or “very important” in their day-to-day work, and what proportion of those workers rating the skill as “somewhat important” or “very important” also rated themselves as “unable to perform” or at a “beginner” level (termed a “competency gap”). “Influencing policy development” was reported to be somewhat or very important by 72% (95% CI, 71-73) of respondents, but 35% (95% CI, 34-36) indicate being either unable to perform this skill or having only a beginner's level of proficiency. Similarly, 62% (95% CI, 61-63) of workers consider “preparing a program budget with justification” to be important, but 27% (95% CI, 26-28%) report having a low level of skill in that area. “Understanding the relationship between a new policy and many types of health problems” was rated as important by 76% (95% CI, 75-77), but 30% (95% CI, 29-31) rate themselves as being a beginner or being unable to do this.


The Public Health Workforce Interests and Needs Survey: The First National Survey of State Health Agency Employees.

Sellers K, Leider JP, Harper E, Castrucci BC, Bharthapudi K, Liss-Levinson R, Jarris PE, Hunter EL - J Public Health Manag Pract (2015 Nov-Dec)

Gaps in Training Among Central Office Employees at State Health Agencies.
© Copyright Policy
Related In: Results  -  Collection

Show All Figures
getmorefigures.php?uid=PMC4590524&req=5

Figure 2: Gaps in Training Among Central Office Employees at State Health Agencies.
Mentions: Respondents were given a list of skills and asked to rate them in terms of their importance for their current position. They were also asked to rate their level of proficiency for each skill. Figure 2 shows the list of skills, what proportion of the workforce rated the skills as “somewhat important” or “very important” in their day-to-day work, and what proportion of those workers rating the skill as “somewhat important” or “very important” also rated themselves as “unable to perform” or at a “beginner” level (termed a “competency gap”). “Influencing policy development” was reported to be somewhat or very important by 72% (95% CI, 71-73) of respondents, but 35% (95% CI, 34-36) indicate being either unable to perform this skill or having only a beginner's level of proficiency. Similarly, 62% (95% CI, 61-63) of workers consider “preparing a program budget with justification” to be important, but 27% (95% CI, 26-28%) report having a low level of skill in that area. “Understanding the relationship between a new policy and many types of health problems” was rated as important by 76% (95% CI, 75-77), but 30% (95% CI, 29-31) rate themselves as being a beginner or being unable to do this.

Bottom Line: Perceptions about training needs; workplace environment and job satisfaction; national initiatives and trends; and demographics.The greatest training needs include influencing policy development, preparing a budget, and training related to the social determinants of health.PH WINS represents the first nationally representative survey of SHA employees.

View Article: PubMed Central - PubMed

Affiliation: Association of State and Territorial Health Officials, Arlington, Virginia (Dr Sellers, Harper, Bharthapudi, Liss-Levinson, and Jarris); and de Beaumont Foundation, Bethesda, Maryland (Dr Leider and Messrs Castrucci and Hunter).

ABSTRACT

Context: Public health practitioners, policy makers, and researchers alike have called for more data on individual worker's perceptions about workplace environment, job satisfaction, and training needs for a quarter of a century. The Public Health Workforce Interests and Needs Survey (PH WINS) was created to answer that call.

Objective: Characterize key components of the public health workforce, including demographics, workplace environment, perceptions about national trends, and perceived training needs.

Design: A nationally representative survey of central office employees at state health agencies (SHAs) was conducted in 2014. Approximately 25,000 e-mail invitations to a Web-based survey were sent out to public health staff in 37 states, based on a stratified sampling approach. Balanced repeated replication weights were used to account for the complex sampling design.

Setting and participants: A total of 10,246 permanently employed SHA central office employees participated in PH WINS (46% response rate).

Main outcome measures: Perceptions about training needs; workplace environment and job satisfaction; national initiatives and trends; and demographics.

Results: Although the majority of staff said they were somewhat or very satisfied with their job (79%; 95% confidence interval [CI], 78-80), as well as their organization (65%; 95% CI, 64-66), more than 42% (95% CI, 41-43) were considering leaving their organization in the next year or retiring before 2020; 4% of those were considering leaving for another job elsewhere in governmental public health. The majority of public health staff at SHA central offices are female (72%; 95% CI, 71-73), non-Hispanic white (70%; 95% CI, 69-71), and older than 40 years (73%; 95% CI, 72-74). The greatest training needs include influencing policy development, preparing a budget, and training related to the social determinants of health.

Conclusions: PH WINS represents the first nationally representative survey of SHA employees. It holds significant potential to help answer previously unaddressed questions in public health workforce research and provides actionable findings for SHA leaders.

No MeSH data available.


Related in: MedlinePlus